Creating Cultural Safety in Couple and Family Therapy by Robert Allan & Shruti Singh Poulsen

Creating Cultural Safety in Couple and Family Therapy by Robert Allan & Shruti Singh Poulsen

Author:Robert Allan & Shruti Singh Poulsen
Language: eng
Format: epub
Publisher: Springer International Publishing, Cham


Do you wish there were things done differently, or more/less of something, to help you feel safe and connected in the supervisory relationship?

Appreciating Privilege, Power, and Biases

The second part of the CARE model intentionally appreciates privilege, power, and biases. Creating and maintaining a safe relationship between supervisor and supervisee hinges on well-managed power differentials (Inman, 2006; Killian, 2001). A supervisor may be highly knowledgeable about power, but if they do not manage it in their everyday interactions with their supervisees, knowledge remains a cognitive exercise and not a lived experience. It is evident by the supervisee quotes in this section that they are attuned to the management of power differentials in all interactions with their supervisors, not just in the supervision session(s). It is critical for even the best trained supervisors in the area of diversity to embrace diversity as a life lens and not an area of competency that they turn on and off depending on the setting. This is why we are calling our first theme in this area Role-Modeling. It is also evident from our supervisee feedback that Kindness toward others by supervisors is an important demonstration of appreciating privilege, power, and biases. Many supervisees mentioned supervisors going out of their way to be kind, particularly in situations where the client or supervisee are persons who hold less privilege and experience more bias in our society (Divac & Heaphy, 2005). Kindness was associated with humility and empathy shown by the supervisors to others (Hook, Davis, Owen, Worthington, & Utsey, 2013). Valuing Voices was a theme the supervisees reported made a big difference in feeling safe. This was particularly true for marginalized supervisees (Nadal, Griffin, Wong, Hamit, & Rasmus, 2014; Nieto & Boyer, 2006; Pendry, 2012).



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